SMEs and IR Systems
In the name of productivity, efficiency and compliance SMEs have been under intense pressure to systemise a variety of internal organisational functions such as accounting, inventory control, work in progress and delivery of goods and services.
But what about systemising your human resources and industrial relations functions?
Does your organisation take an ad hoc approach to the management of staff?
Properly valuing your staff is one important aspect, but what about your legal compliance under workplace relations laws; achieving crucial improvements to productivity, efficiency and risk management?
These important benefits are just a few that can be gained by systemising your Human Resources and Industrial Relations functions.
IR systems add significant value to your organisation by:
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Identifying key obligations under workplace relations laws;
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Strategising for current and future labour requirements, work to labour ratios and succession;
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Properly identifying and coordinating the skills and attributes of staff;
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Recognising under performance or unsuitability of staff to positions so that training and development and/or performance management is undertaken;
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Identifying and preparing for potential risks as well as opportunities
Labor's unfair dismissal laws are expected to commence on 1 July 2009.
Business cannot respond by being unprepared. This is a significant area of risk requiring business to take a proactive approach to the proper management of staff.
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